CONFLICT RESOLUTION

Introduction:Conflict resolution is a wide range of methods of addressing sources of conflict - whether at the inter-personal level or between states - and of finding means of resolving a given conflict or of continuing it in less destructive forms than, say, armed conflict. Processes of conflict resolution generally include negotiation, mediation, diplomacy and creative peacebuilding. The term "conflict resolution" is sometimes used interchangeably with the terms dispute resolutionor alternative dispute resolution. The processes of arbitration, litigation, and formal complaint processes through an ombudsman, are part of dispute resolution, and therefore they are also part of "conflict resolution." The concept of conflict resolution can also encompass the use of non-violent methods such as civil resistance (also often called nonviolent resistance) by a party to a conflict as a means of pursuing its goals, on the grounds that such means are more likely than armed struggle to lead to effective resolution of the conflict.
Preliminary Steps:-

Before submitting an application to the UNDT, you, as a staff or former staff member, must submit to the SecretaryGeneral in practice to the department/office to which he has delegated this authority a request for management evaluation of the administrative decision. The purpose of this step is to give management a chance to correct itself and/or provide an acceptable solution in cases where it finds that the contested administrative decision was wrong. However, a management evaluation is not required if the contested decision concerns the imposition of a disciplinary measure or if it was taken by the Administration based on the advice of a technical body. In such cases, an application can be made directly to the UNDT.

Diagnosing The Issues:-

While he tries to jump on the throttle, or dump the cluth and power wheelie, the bike will rev up to 8k (no longer on the clutch) before any power gets transmitted to the wheel. He said it feels as if the rear tire is just spinning, but it's not. Also, he said today, while on the freeway he tried to downshift into 4th and take off to pass a car. He said when he downshifted and got on the throttle it did the same thing. It revved up to about 8k before it started making noticeable power at the rear wheel. Conflict-Handling Modes:The five conflict-handling modes are described in terms of two underlying dimensions: assertiveness and cooperativeness. Assertiveness is the degree to which you try to satisfy your own concerns. Cooperativeness is the degree to which you try to satisfy your teammates concerns. The five TKI conflict handling modes are: Competing:Competing is assertive and uncooperative. You try to satisfy your own concerns at the other persons expense. Collaborating Collaborating is assertive and cooperative. When collaborating, you try to find a win-win solution that completely satisfies both peoples concerns. Compromising Compromising is intermediate in both assertiveness and cooperativeness. You try to find an acceptable settlement that only partially satisfies both peoples concerns.

Avoiding Avoiding is unassertive and uncooperative. When avoiding you sidestep the conflict without trying to satisfy either persons concerns. Accommodating Accommodating is unassertive and cooperative. You attempt to satisfy the other persons concerns at the expense of your own. Avoid Appearance of conflict:The chief judge of the U.S. District Court assigned criminal cases against presidential friends Webster Hubbell and Charlie Trie to two judges appointed by President Clinton.No one is saying the judges -U.S. District Court judges Paul L. Friedman and James Robertson -- have been improperly influenced. At the very least, the move raises the appearance of possible conflicts of interest. Given the nature of the cases and the actors involved, it boggles the mind that neither judge sought to recuse himself or that the presiding judge didn't make other assignments. Not Permitting Conflict To Surface:Conflict in the workplace decreases efficiency and productivity, and that means lost profit. Taking a broad view of a conflict and considering both hard costs (like lost inventory) and soft costs (like team morale) helps you determine whether its time to step in. You may find some benefit to giving a conflict time to work out on its own, but you wont know whether youre doing the right thing without investigating to see whether your strategy has an impact on your teams productivity and the bottom line. Mediation:Mediation, as used in law, is a form of alternative dispute resolution (ADR), is a way of resolving disputes between two or more parties. A third party, the mediator, assists the parties tonegotiate their own settlement (facilitative mediation). In some cases, mediators may express a view on what might be a fair or reasonable settlement, generally where all the parties agree that the mediator may do so (evaluative mediation).

Mediation has a structure, timetable and dynamics that "ordinary" negotiation lacks. The process is private and confidential. The presence of a mediator is the key distinguishing feature of the process. There may be no obligation to go to mediation, but in some cases, any settlement agreement signed by the parties to a dispute will be binding on them

Mutual Problem Solving:A week or so ago, we began a series discussing the twelve things that we think are important about negotiation. At that time we promised (threatened) that we would follow up on each of these in a more detailed manner. Well, that was no idle threat, my friends. We should clarify things a little. For example, are the twelve things we listed all you need to know about this subject? Obviously, no. They may not even be the most important things. There are just things we have observed as being relevant to negotiations over the years. Also, the types of negotiations that are more suitable to these principles are complex business deals with a lot of moving parts. These principles are less appropriate to haggling over the price of a car or the settlement of a personal injury lawsuit.

Conclusion:Conflict resolution is a wide range of methods of addressing sources of conflict - whether at the inter-personal level or between states and of finding means of resolving a given conflict or of continuing it in less destructive forms than, say, armed conflict.